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Position Codes

Details

Positions are designed to define budgets, salary grades, job responsibilities, and the standards by which employees are evaluated, measured, trained, and rewarded.

Position codes are essential in new job requisitions, existing vacancies, succession planning, and required training/certification administration. The proper definition and consistency in the use of position codes can ensure the organization is equitable and fair in its distribution of compensation, tangible and intangible rewards, required training/certifications, and its system of measurement for employees among the same positions.

It is a best practice to define each unique position in a department with a separate position code that details the job responsibilities, tasks, budgeted slots/dollars, organization reporting structure, and payroll labor distribution for that specific position.

• Position codes tailor general duties of a position to your departmental needs
• Position codes are used to manage performance

When you save a Position code from the online system, a Position Change panel opens if any employees have that position assigned.

Business Scenario

Many positions may have the same job code. Positions can be associated with Jobs on a one-to-one basis, or a Job can be assigned to multiple Positions, depending on the needs and preferences of your organization and the requirements of particular Jobs and Positions. Organizations that use the National Occupational Codes typically enter these as the Position code.

Each Job can be assigned to a job family by selecting a Job Grouping Code for the Job, and an unlimited number of Jobs may share the same Job Grouping Code.

Position Control

Position budgeting control is optional. Whether position control is enforced is controlled per client through the system preferences. For budget control of pay, position control sets and maintains a budget per position and warns against saving Position Details that exceed the defined budget.

Per Position code on the Position Codes Table, the actual and variance amounts display based on employees who are assigned to the position code that is being viewed .

EEO Classifications and Position Codes

To change an EEO classification for an employee, make the change directly on the primary Employee Position Detail or on the Employee Master.

• Changes to EEO classifications and supervisors on Position Codes don't filter down to existing employees unless the position was previously set to prohibit per employee overrides.
• the EEO classification from the Position Code auto-populates the EEO classification selection when a Position is selected during the New Hire Wizard. This default EEO classification may be changed during the New Hire Wizard or a different EEO classification can be assigned on the Assignment tab within the Employee Master (or primary Employee Assignment Detail).

Business Scenario

When adding position codes refer to the organizational chart or structure. These selections further define the position: Company Code, Payroll Mode, Job Code, Shift Code, Supervisor, and labor segments. The selected Payroll Mode doesn't need to correspond to the Payroll Mode for employees because the variance and actual amounts are converted from employee information for display on the Position Codes Table.

For the best results and most accurate calculations, choose the ANNUAL payroll mode and avoid choosing a payroll mode with an hourly pay amount.

For one FTE, to simplify entry of Dollars and Hours, select ANNUAL as the Payroll Mode, enter the annual hours as 2080, and enter the annual salary. For more FTE's, multiply all values by the number of FTEs, as seen in the following chart. In this example, the maximum annual salary for the position is $25,000.00.

Sample Position Control Information